1409.1 Each employee entitled to an annual performance evaluation under section 1411 of this chapter may participate in a mid-year progress discussion no less than three (3) months prior to the end of the performance management period. When used, the mid-year progress discussion is initiated by the employee's immediate supervisor or the reviewer, in the absence of the immediate supervisor; and serves as a mechanism for providing feedback to an employee and identifying areas that need improvement.

1409.2 The mid-year progress discussion shall be mandatory in the case of probationary employees. The mid-year progress discussion shall not impinge on a recommendation to terminate the probationary employee during his or her probationary period.

1409.3 An annual performance evaluation shall not be based solely on a mid-year progress discussion. An employee's performance during the entire review period must be used to determine how well the employee performed each performance expectation and the overall performance rating.

SOURCE: Final Rulemaking published at 47 DCR 5560 (July 7, 2000); as amended by Final Rulemaking published at 48 DCR 301 (January 12, 2001); as amended by Final Rulemaking published at 50 DCR 2851 (April 11, 2003) (as section 1411); as amended by Final Rulemaking published at 52 DCR 1302 (February 11, 2005) (as section 1411); as amended by Final Rulemaking published at 56 DCR 6164 (August 7, 2009), as corrected by Errata Notice published at 56 DCR 6993 (August 28, 2009).